Organizational Communication as an Important Factor of Organizational Behaviour

Organization sets itself specific objectives in order to meet the better business success, and to gain comparative advantage over the competition. For these objectives to be achieved, of crucial importance is organizational communication per se which implies communication among employees, as well as communication between different hierarchic levels in the same organization. Communication as an element of organizational behaviour is seen through the group level as the independent variable. Throughout this paper we shall explain the importance of communication for organization, the communicational process and channels for information flow through the network of small formal groups and the network of informal groups. Hereby we also want to emphasize the greater need for appreciation of communication as the important factor of organizational behaviour due to the growing changes in organizations which face the leadership with new challenges and opportunities for testing the different organizational behavour concept modes. We will also demonstrate the extent of satisfaction with communication within the observed economic operators in Osijek-Baranja County, and evaluate the impact of communication on the employee level on business performance of the same.communication, organization, organizational behaviour, communication satisfaction

Organizational Behavior in the Knowledge Based Society, a Practical Research in the Romanian Business Environment

The paper contains the results of a special research developed by the author on the organizational behavior in some multinational companies with branches in Romania. This research is confirming the fact that the organizational behavior is very much influenced by the core organizational values and is answering to the questions about how people, individuals, and groups act in organizations and why. The research demonstrated how the core values of an organization are influencing the organizational behavior of the human resources from different organizational levels. The final section of the paper is presenting and is explaining some steps for building a new organizational behaviour model adapted to the knowledge based society, taking into account that the core organizational values are the key elements which should be considered by an effective management team in a modern society.core values, organizational behaviour, knowledge based society, behaviour models.

An Analysis on Organizational Behaviours Model of Intel (M) Corporation

Models are frameworks or possible explanations why do people behave as they do at work.1 There are so many models in an organization. Different results across the organizations are caused by different in the models of organizational behaviour. The basic model of this paper is to know more about how organizational behaviour influences the Intel (M) Corporation based on the organizational behaviour model. Furthermore, this paper aims to have insights about the employees in Intel (M) Corporation which will be influenced by surroundings no matter from physically or psychologically including how company facilities and services influences the organizational behaviour in Intel (M) Corporation or the influence of motivation among employee and company performances. This paper contains a phone interview with one of the managers in Intel (M) Corporation, an American multinational technology company with its Malaysia main headquarter located in Penang to get more about the internal issues regarding organizational behaviour in the company such as overcoming of stress, design of a decision and also company culture and structure. Intel (M) Corporation has turned to be a splendid company in its working environment with both internal and external supports received from employees and the community. We will learn about the influences of Organizational Behaviours towards a company community based on Organizational Behaviour models

MANAGEMENT AND ORGANIZATIONAL BEHAVIOUR. SOME BASIC ASPECTS

Experience has shown that it is necessary to focus more on organizational behaviour. This requires managers to get familiar with several social and psychological scientific disciplines which can help them answer the questions related to the impact of the organization and organizational philosophy on the behaviour of managers and employees. In addition, organizational behaviour includes knowing individual differences between people in the organization and their impact on fulfilling organization’s objectives. It also explains the relationships between people in connection to organizational culture, functioning of work teams, communication, etc. Analysis and interpretation of organizational behaviour should become part of managers’ training so that they are able to explain and predict behaviour of people in the organization they manage

Competition between basic and applied research in the organizational behaviour of public research labs

Abstract. The purpose of this paper is to investigate the competition between basic and applied research within public research organizations. International publications are considered here a proxy of basic research, whereas self-financing deriving from technology transfer activities is an indicator of applied research. Results suggest, within one of the largest European research organizations an increasing competition between basic and applied research, both in human and natural sciences, due to shrinking of public research lab budgets. In particular, institutes and scientists pay more attention to applied research activities, which are capable of attracting market funds for economic survival of public research labs but this organizational behaviour reduces basic research activity in the long run. Managerial and organizational behaviour of public research organizations are also discussed.Keywords. Applied research, Basic research, Public research organization, Public lab, Science policy, Organizational behaviour, Public management.JEL. B50, B59, I23, L20, L29, O33

Predicting strategic change of public research institutions under unstable negative growth

The purpose of this paper is to forecast and analyse, by a demographic perspective, the organizational behaviour of public research labs. The research focuses on the biggest Italian public research body. Demographic models of growth, based on different human resource policies, show the uncertain and retrogressive evolutionary change of Italian public research bodies that would halve their research personnel over the forecast horizon. These results provide vital information to the public management about the weaknesses and environmental threats in order to support decisions for improving the strategic change and survival of public research institutions over time.Organizational Studies, Forecasting, Public Research Institutions, Internal Demography

Delegation of responsibility in organizations

Delegation;Production Management;Econometric Models;Organizational Behaviour

Impact of employees psychological and financial predictors for readiness to organizational change

This study focuses on employees’ psychological and financial predictors to know the employees reaction regarding change. One hundred forty one surveys were returned from full time teaching staff working in public sector universities of Pakistan. The findings indicate significant relationships between readiness to change and psychological and financial predictors. First time job involvement, training and skills development, pays/wages/fringe benefits and promotions predictors have been examined for readiness to change. Results indicate no relationship between readiness to change and employees’ organizational commitment. However, employees’ job involvement, training and skills development pays/wages/fringe benefits, and promotions have positive impact on readiness to change. This study may contribute in the literature on change management particularly for developing countries and may assist the management and practitioners of Human Resources Management (HRM), Human Resources Development (HRD), and Organizational Behaviour (OB) in assessing, designing and evaluating new or existing programs for organisational change

An Empirical Analysis of Internal Marketing on Organizational Commitment:a Study of Banks in Lagos-Nigeria

The purpose of this paper was to investigate the effects of aspects of internal marketing on organizational commitment of employees. The research was conducted among managers of Nigerian banks situated in the major commercial city in Lagos, Nigeria. Internal marketing is growing recognition of both scholars and professionals with the increasing commoditization of products and services and the continuing failure of technology driven customer relationship management. The main criteria of internal marketing were derived from the literature; provided the backbone for our internal marketing dimensions. Data was gathered from a survey among 128 managers who rated self completion questions on the basis of their perception. In order to achieve the purpose, five hypotheses have been formulated that link the dimensions of internal marketing including motivation, job satisfaction, training,” understanding and differentiation”, “inter-functional coordination and integration” “to organizational commitment. Data analysis indicated that “inter-functional coordination and integration”, training and motivation have positive effects on the organizational commitment of employees among Nigerian banks. Therefore if the banks want to ultimately provide a better service experience for their customers, it is recommended that more attention be directed toward enhancing organizational commitment among personnel, with a focus on the effective aspects of internal marketing

Embedding and developing skills within an UG business module

The purpose of this paper is to share the design and delivery of a core Level 4 ‘Organizational Behaviour’ (OB) module, to help students develop key academic and employability skills and to assist them make a smooth transition from school to university